PERSONNEL SERVICES Regulation 4320
Absences, Leave and Vacation
Personnel Leave
Paid Sick Leave

Paid Sick Leave

Sick leave may only be used for illness of the staff member or the staff member's immediate
family. Immediate family is defined as spouse, parent, grandparent, child, sibling, daughter or
son-in-law, grandchild, or non-family residing within the staff member's home. The
Superintendent/designee may request a physician's statement regarding an absence and/or
verification that the employee may return to work.

Personal Leave
Paid personal leave days may only be used for personal business that cannot be transacted in
nonworking hours. Employees who have exhausted all sick leave may use personal leave to
supplement time off for illness. Unused personal leave will roll into sick leave at the end of each
fiscal year. Personal leave days cannot be used for work stoppage s, vacation or recreation use.
The Superintendent/designee has the right to deny any request for personal leave that does not
conform to the policy or would cause a hardship to students or staff. Employees will be provided
with four (4) days of personal leave per year which shall be non-cumulative.

Bereavement Leave
Employees are allowed up to five (5) days off from regularly scheduled duty with regular pay in
the event of the death of the employee’s immediate family member – including spouse,
employee’s or spouse’s parent, child, sibling, grandparent, or grandchild. To be eligible for paid
bereavement leave, the employee generally must attend the funeral of the deceased relative.

Employees are allowed up to four hours of bereavement leave to attend the funeral of the
employee’s or spouse’s aunt, uncle, niece, nephew, or cousin. To be eligible for paid
bereavement leave, the employee generally must attend the funeral of the deceased relative.

Employees are allowed up to four hours of bereavement leave to attend the funeral of a fellow
regular employee or retiree of the school district, provided such absence from duty will not
interfere with normal operations of the school district. To be eligible for pay under this
provision, the employee generally must attend the funeral of the decease d regular employee or
retiree.

Bereavement leave must be taken within fourteen days of the date of death. Written requests for
extension of this deadline may be made to the superintendent or designee within five (5) days
from date of death. The employee may submit a written request with his or her supervisor to request the use of up to five additional days of their accrued personal/sick days be granted after the bereavement leave has been used.

Bereavement leave is not accumulative.

Leave for Jury Duty
Employees called for jury duty, for participation in the jury selection process, or subpoenaed to
testify in a civil or criminal proceeding will be granted leave with pay. Employees will receive
their normal pay less any jury or witness fees received. Employees called for jury selection or
service on a jury will not be requested or required to use annual vacation, personal leave, or sick
leave for time required in such civic service.

Military Leave
An employee who is a member of the National Guard, or an organized military service of the
United States, and who is required by laws of the United States or the State of Missouri to report
for military duty, including training, shall be eligible for a grant of military leave.

Application for military leave shall be made in advance, as soon as practicable after the
employee becomes aware of his/her obligation to report and immediately upon the employee's
receipt of official notice to repo rt. A copy of the official orders must be added to the leave
application. The Superintendent/designee must approve the application. Emergency
mobilization orders shall be dealt with on an individual basis.

The District recognizes that employees who receive notice to re port for duty typically are not
provided with discretion as to when to report. However, whenever an employee has a choice as
to when to report for military duty, the employee's military leave shall be arranged during
periods in which school is not in session. When the employee is given a choice as to when to
report for duty, the Superintendent/designee may request that the employee seek a change in
military orders if such a change appears to be in the best interest of the District.

Employees shall receive leave with pay for up to one hundred twenty (120) hours of military
leave in each federal fiscal year. Additional military leave shall be without pay, except as
required by federal and state law. Any person entitled to military leave shall only be charged
military leave for any hours which the person would otherwise have been required to work had it
not been for such military leave at a minimum of one hour and additional charges will be in
multiples of one hour.

Each employee shall furnish a copy of the employee's military payroll voucher to the
Superintendent/designee within thirty (30) days of the employee's return to regular assignment so
that the necessary salary adjustments can be made.

Employee eligibility for reinstatement after military duty is completed shall be determined in
accordance with federal and state laws.

Domestic/Sexual Violence Victim Leave (See Policy and Regulation 4322).

Leave of Absence
Upon the recommendation of the Superintendent/designee and the approval of the Board, an
employee of the District may be granted a leave of absence for non-Fam ily and Medical Leave
Act (FMLA) child care, education, or other goo d cause. Such leave is renewable upon written
request for one additional year only. Application for leave is to be made in writing to the
Superintendent/designee via Principal/supervisor and must include the period for which the leave
is requested and the reasons for the request. The period should be set to least disrupt the
education of students. Requests for leave for an entire school year should normally be made in
writing before March 1 of the preceding year.

If leave is approved by the Board, the employee is not paid for the period of the leave. Insurance
benefits may be continued by the employee by making all payments to the Payroll Office, one
month in advance.

Whenever a leave of absence has been granted by the Board to the end of the school year, the
employee must notify the Superintendent in writing by the first day of March of an intention to
resume his/her position at the beginning of the next school year. Failure to notify the
Superintendent/designee of such intention will be regarded as a resignation.

Upon completion of an approved leave, provided proper notification is given, a teacher will be
re-employed by the District unless placed on involuntary leave of absence if tenured; or, if
notified of nonrenewal of contract by April 15 if a probationary teacher.

If desired, and whenever feasible, the employee will be placed on the same or equivalent position
to the one held prior to the approved leave.

NOTE: Leave of absence without pa y under the provisions of this regulation does not apply as
service towards tenure for probationary teachers.